AUGUST 27, 2024

9:00am – 5:00 pm CST

OCTOBER 1, 2024

9:00am – 5:00 pm CST

OCTOBER 2, 2024

9:00am – 5:00 pm CST

OCTOBER 3, 2024

9:00am – 5:00 pm CST

What’s Included

Module I – Starter Kit

The entire world continues to become more diverse, and that includes employees, customers and clients across the profit, non-profit and government sectors. In today’s climate, all professionals need to understand the basics of diversity, equity and inclusion. DEI is about much more than simple compliance; to succeed in today’s world in any aspect of business or services, enterprises must leverage diversity for strategic advantage and have DEI integrated into all aspects of their operations. This first module will review the basic definitions of diversity, equity and inclusion; including the evolution of the diversity field and theories of diversity. It will explore the many dimensions of diversity and then discuss the importance of diversity, equity and inclusion as an integral part of any organizational strategy. A review of the compelling business case for investing in DEI will be included.

Module 2 – Bias/Self Awareness/Individual Assessment

During this engaging and interactive session, participants will learn that Unconscious Biases, also known as Implicit Biases, are stereotypes about certain groups of people that are usually formed and driven by external influences, personal experiences, and upbringing. Everyone holds unconscious beliefs or biases and depending on the nature of the bias; it can have a positive or negative impact on the groups that the beliefs are held toward.

Because of the negative impact, unconscious biases can have in the workplace; it is important for staff/team members to be able to identify how unconscious biases may manifest in the workplace and how to prevent them from negatively affecting the organization. This session will heighten participants awareness equipping them with proven strategies to disrupt unconscious bias.

The session will focus on an overview of diversity and inclusion, mitigating unconscious bias, microaggressions, and how to have a crucial conversation about biases.

Workshop Activities include, but not limited to:

  • Video previews followed by group discussion
  • Real-world case studies and awareness exercises for partner and/or group discussion
  • Live Polling using Smartphones
  • Action Planning

Learning Objectives:

  • Understand what unconscious bias means and how it may influence our decisions.
  • Understand that being implicitly biased does not necessarily mean we act in explicitly biased ways.
  • Learn to recognize some behaviors that may suggest bias or differential treatment.
  • Learn some techniques that help manage perceptions and improve interactions.

Module 3 – Essential Components of a DEI Initiative/Plan

Achieving diversity, equity, and inclusiveness in your workplace is a process for creating change through education, collaboration, and diligence. Each new level of insight can result in growth and new experiences for individuals and the organization. During this interactive session, we will review and share the essential components to develop a DE&I initiative plan.

Module 4 – ERGs – Employee Resource Groups

One of the most important and growing tactics that organizations are now implementing to foster full inclusion and belonging in the workplace are Employee Resource Groups (ERGs), also commonly called Business Resource Groups (BRGs.) This module will cover:

  • A brief history of ERGs.
  • How the ERG business case that delivers value to both the organization and the ERGparticipants
  • The various roles and responsibilities involved in managing and leading effective ERGs
  • The key mechanics for successfully starting and growing ERGs

Module 5 – Inclusive Leadership

Inclusive leaders stay accessible and work hard to get other people talking. In one on one conversations, they are good listeners and they take an authentic interest in others. In groups, they are strong facilitators to encourage genuine dialog. They look for maximum participation. You may hear them ask questions like who else should we include in this process. They also have a high comfort level with ambiguity. They keep the communication process open and are willing to adjust to new points of view. This Module is aimed to help participants create and lead an organization that leverages the diverse talents of all contributors. Upon completion of this module, participants will be equipped with practical strategies to cultivate and lead a more diverse workforce.

Module 6 – DEI Mapping Strategy

The Diversity, Equity and Inclusion landscape has changed dramatically in recent years, as more leaders and companies have understood the value of DEI to recruiting, engaging, developing, and retaining an inclusive and competitive workforce. in this module, we will show you how to effectively build a DEI structure within your organization and how to take your existing DEI operations to the next level, using the latest best practices and effective tools.

Module 7 – DEI Scorecard: Driving the Numbers

Realistic and business related metrics are essential to assess the progress of DEI efforts internally and to benchmark externally. Demographics factors contribute to the increasing importance of DEI to corporate strategies (reach out the best talent in an increasing global arena, find innovative suppliers who relate to the community, understand and market to increasingly diverse customers and clients). In this module we will explore best practices in relation to DEI scorecards and metrics.

Module 8 – Advancing DEI through an Antiracism Frame

Antiracism is a term frequently used to describe the identification and elimination of policies, practices, systems, and institutions that promote and maintain barriers for historically minoritized or marginalized populations. Approaches to antiracism often include traditional diversity, equity, and inclusion (DEI) initiatives. Antiracism challenges these approaches because many were designed in ways that limit the success of DEI. Utilizing a racial frame, this module will review the development of DEI trainings, resources, and initiatives and why many fail to translate into racial justice.

Module 9 – DEI Communication: Strategic Framing Strategies

Communication is critical to DEI work. As companies and organizations build strategic DEI plans, it is equally important to develop a strategic DEI communication plan. Strategic DEI communication plans advance DEI initiatives in ways that garner support, address complex concepts, and move the company or organization forward. This module will discuss how to develop a communication plan that supports the DEI strategic plan to create synergy and effective strategies.